|Date of birth:||Jan 1, 1930|
When interpreting the results, it is important to remember that the scores are not good or bad, only more or less appropriate to certain types of work. Since the results are based on one's own view of behavior, the accuracy of the results depends upon both honesty and self-awareness while taking the test. This assessment measures work-relevant personality traits that might be manifested in work behaviour and therefore influence success on the job. To best use this report: 1. Review the overall recommendation first. Based on your need, you might want to prioritize candidates who are ‘recommended', followed by those who are ‘cautiously recommended’. 2. If you’re choosing among different candidates within the same band of recommendation, review the competencies’ results. Focus on the competencies you believe are critical for success in the role you’re hiring for, and use those scores to help you prioritize which candidates to select for the next step. 3. Remember: This assessment is just one piece of the puzzle. While hiring, it is recommended that you review other information as well – functional and job knowledge, background and past behaviour (e.g. using structured behavioural interviews), reference checks, etc. in addition to the personality assessment. 4. Use of Response Styles for Recruitment/Selection: The ideal response style is “Genuine” and it is recommended for further analysis. However, if any candidate’s response style displays Social Desirability, he/she needs to be considered with caution. We do not recommend candidates who display Extreme Responding/Central Tendency/Careless Responding as they indicate that the candidate has not attempted the assessments in the desired manner, and that interferes with an understanding of his/her personality since it would not evoke genuine responses from the candidate's answers. This in turn is expected to interfere with the proceeding decisions, so the candidate may be considered for a re-test. Such cases are usually not considered for a statistical/detailed analysis of scores if required further.
Explanation of response style:
Genuine: No concerns or red flags just based on response style of candidate.
Social Desirability: If more than 75% of the questions are answered in a manner that indicates an attempt to appear in a falsely positive light or seem ‘socially desirable’.
Extreme Responding: If more than 75% of the questions are answered in a manner that indicates that an individual agrees with the statements at the lower and higher end consistently.
Central Tendency: If the middle response (‘neutral’) is selected more than 30% of the time.
Careless Responding: If more than 95% of the responses selected are from the same direction (i.e. if the candidate selected ‘most like me’ or ‘like me’ from the right-side statement or from the left-side statement alone).
Recommended : The candidate is likely to be at par with the expectations for the role.
Crew Management: Likely to maintain coordination within a team and guide them to complete tasks on time.
Process Adherence: Is likely to adhere to rules and procedures that are necessary to execute a certain activity in the best possible way.
Emotional Stability: Needs to consistently work towards remaining calm and poised in adverse conditions and refrain from giving in to impulsive decisions when faced with compelling situations. Should be able to control one's emotions and maintain one's focus and energy during periods of extreme stress at work, in a more effective manner.
Recommended : The candidate is likely to be at par with the expectations for the role.
Critical Thinking and Decision Making: Is able to think out-of-the-box to solve various problems. Is also able to assess the effectiveness of the opposing argument to test the validity of the proposition.
Spatial Reasoning: Is able to imagine an object in 3 dimensions with limited information and draw conclusions on the basis of that.
Numerical Ability: Is able to perceive and process numbers and related symbols to perform basic arithmetic operations and perform estimates.
Definition: This competency explains how well a candidate is able to coordinate within the crew and manage resources inside a flight. It captures the relationship management skills with respect to collaborating with crew members and flight attendants. It also addresses how well one is able to manage conflict.
Description Based on Score : Likely to bring the crew members together, both in the presence and absence of emergency situations. May often guide team to accomplish their tasks, track their progress and adequately anticipate roadblocks and change course as needed to accomplish goals. Likely to encourage others to be cooperative and follow rules and regulations religiously. May effectively build and maintain positive interpersonal relations with team members and encourage their active involvement in carrying out tasks. May often involve the crew in decision-making to arrive at collaborative solutions. Likely to resolve conflicts as they arise so as to ensure that other team members are able to meet commitments successfully.
Definition: This competency explains how willing a candidate is likely to be when it comes to adherence to Standard Operating Procedures.
Description Based on Score : Likely to be self-disciplined and familiarize oneself thoroughly with essential operating features. Likely to follow standard procedures as strictly defined to ensure safety of passengers on the flight. May have a tendency to follow rules that are necessary to execute a certain activity in the best possible way. Likely to carefully check work processes, in order to ensure delivery of quality output. Likely to encourage others to follow rules and regulations religiously.
Definition: This competency explains how well a candidate is likely to display professionalism at work and showcase one's leadership skills. It takes into account one's ability to take ownership, lead a team and serve customers with dedication.
Description Based on Score : Likely to operate professionally at all times, encourage professional standards in others and effectively address any breaches. May demonstrate character and create a winning culture so that people feel confident about themselves and their work. Likely to assertively communicate one's say in order to ensure safety in the flight. May willingly take responsibility of safety in the aircraft and make sure that the crew members follow one's instructions with immediate effect. Likely to work passionately towards customer satisfaction and be able to effectively intervene and handle emergency situations pertaining to passengers.
Definition: This competency explains how well a candidate is able to predict and manage threat and error during flight. It captures the behavioral readiness of the individual to handle crisis effectively and take the right action when needed.
Description Based on Score : Likely to be able to predict emergencies, optimize resources and protect the safety of passengers. May often anticipate/foresee potential dangers or safety hazards and plan towards their mitigation. Likely to be good at effectively articulating contingency plans to deal with unseen situations. Likely to be attentive to changes in one's surroundings. May often be able to identify developing issues and take control the same. May rarely experience nervousness at such times and usually out clear confusion so as to avoid wrong identification of problems.
Definition: This competency explains how well a candidate is able to manage one's emotions, feelings, stress and fatigue. The ability of an individual to remain emotionally stable at all situations by maintaining one's calm is being demonstrated here.
Description Based on Score : Somewhat likely to remain calm and experiences a moderate level anxiety, anger and hostility in times of stress. Likely to take impulsive decisions when dealing with certain emergency situations. Likely to differentiate between the various stressors, physical and psychological, at times and take steps to limit their impact. Likely to maintain sound judgment and decision making skills in certain adverse conditions, thereby being able to maintain one's productivity. May sometimes control one's own response when criticized or provoked by others. May occasionally assess oneself regularly in terms of health and fitness for the job.
Definition: The ability to think out-of-the-box to solve various problems and to assess the effectiveness of the opposing argument to test the validity of the proposition.
Description Based on Score: The candidate is very likely to have the ability to think out-of-the-box to solve various problems. He/she may be able to assess the effectiveness of the opposing argument to test the validity of the proposition.
Definition: The ability to identify ways and means to solve various problems that come up as a challenge in any job/task.
Description Based on Score: The candidate is very likely to have effective problem solving skills. He/she may be able to identify and analyse an existing problem or look for suitable replacements, substitutes or solutions. He/she is very likely to have reasoning skills and may be able to effectively contemplate between positive and negative solutions to a problem.
Definition: The ability to create a mental image of an object in order to reach a certain conclusion.
Description Based on Score: The candidate is very likely to create a mental image of an object in order to reach a certain conclusion. He/she may have the excellent ability to visualize and reason spatially. He/she may be able to discover innovative problem solving techniques.
Definition: The ability to capture every minute detail and present the work in a clear, complete, precise and easy to understand language.
Description Based on Score: The candidate is most likely to notice everything that might be of importance, at any point of time. He/she may be able to capture every minute detail and present the work in a clear, complete, precise and easy to understand language. The candidate may be very attentive, focused and excellent at giving desired results and in maintaining great quality.
Definition: The ability to perceive and process numbers and related symbols to perform basic arithmetic operations.
Description Based on Score: The candidate is most likely to perceive and process numbers and related symbols to perform basic arithmetic operations and perform estimates. He/she may have very high level of speed in making analysis or assessments based on given information and an excellent level of concentration in solving problems.
Definition: The ability to read, process, retain and synthesize large amount of data in a workplace.
Description Based on Score: The candidate is very likely to process, retain and synthesize large amount of information in a workplace. He/she may have excellent reading skills and may take lesser time to absorb information and deliver outputs as compared to those with average / poor reading skills.
Definition: The ability to attentively listen, receive and effectively understand what other people say, in a communication process.
Description Based on Score: The candidate is very likely to accurately receive and interpret messages in the communication process. He/she may have excellent ability to gain information and facts from customers/ clients and good capacity to help in making right decisions. He/she may have strong ability to interact with management and colleagues.
Definition: The ability to understand word meanings, word relationships and also interpret detailed information.
Description Based on Score: The candidate is most likely to have a good vocabulary. He/she may be excellent at proper usage of grammar and punctuation. He/she may be very good at understanding word meanings, word relationships and also in interpreting detailed information.